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TRANSFORMATION

TRANSFORMATION. SPECIFIC REFERENCE TO DEVELOPMENT. SKILLS DEVELOPMENT STRATEGY IN TERMS OF THE FRAMEWORK AGREEMENT: TRANSFORMATION AND RESTRUCTURING OF THE PUBLIC SERVICE (UTILISATION OF HUMAN RESOURCES). PHASE ONE PROCESS. DEVELOP A STRATEGIC PLAN The following operational goals were

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TRANSFORMATION

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  1. TRANSFORMATION SPECIFIC REFERENCE TO DEVELOPMENT

  2. SKILLS DEVELOPMENT STRATEGY IN TERMS OF THE FRAMEWORK AGREEMENT: TRANSFORMATION AND RESTRUCTURING OF THE PUBLIC SERVICE (UTILISATION OF HUMAN RESOURCES)

  3. PHASE ONE PROCESS • DEVELOP A STRATEGIC PLAN The following operational goals were identified in the Directorate: Human Resource Development’s Operational Plan:

  4. Strategic Focus Area 1: Leadership • Provide Leadership Skills to Managers • Revive Workplace Skills Development Committee

  5. Strategic Focus Area 2: Policy and Strategy • Develop a policy on Experiential Training • Develop Induction Policy • Revise current Training Policy • Develop Workplace Skills Plan • Provide guidance & support to Regions on awareness campaigns • Develop a format for donor funding requests • Establish/Improve Private-Public Partnerships • Provision of Courses in Customer Care • Develop & Communicate Service Standards

  6. Strategic Focus Area 4: People Management • Investigate possibility of outsourcing ABET in Regions • Create immediate new establishment to reach business goals • Investigate establishment for Academy • Provision of Basic Administration Skills for Supervisors • Provide computer training • Provide workshops on drafting of Ministerial correspondence • Evaluate the impact of training • Establish PSETA task team • Develop Training Officers • Implement Curriculum for Trainee Immigration Officers (The entire process has been halted due to the implementation of the Immigration Act 2002) • Present Financial Control Measures Course • Provide training in the Code of Conduct

  7. Strategic Focus Area 5: Resources and Information Management • Provide budget for Regional Training Officers • Acquire relevant training equipment • Provide transport where applicable in the Regions to Training Officers • Provide e-mail & fax facilities to Training Officers where needed • Investigating the possibility of establishing a Video Conferencing Centre

  8. Strategic Focus Area 6: Service Delivery Processes • Develop staff for e-DMS implementation • Extend current module on security measures

  9. WORKPLACE SKILLS PLAN 2002/2003 • The following competencies/skills have been identified as requirements for the Department of Home Affairs to be able to perform efficiently and effectively to fulfil its vision, mission and achieve the strategic objectives that have been set:

  10. Leadership Skills • Management Skills • Customer Care Skills • Computer Skills • Basic Administration Skills • Writing Skills • Functional Expertise • Competency in financial Control Measures • Competency in the Code of Conduct • Competency in Security Awareness • Competency in Dealing with Diversity

  11. The following list reflects the training needs identified in the Department of Home Affairs and the number if employees requiring the training: • Computer Training 5 257 • Management Skills 876 • Leadership Skills 102 • Budget/Finance Control Measures 226 • Immigration Training 1 540 • ABET (Adult Basic Education and Training) 404 • HIV/AIDS Awareness 5 257 • TOTAL 13 662

  12. The training statistics for the period 1 April 2002 to 31 March 2003 are as follows: Black M Black F White M White F Asian M Asian F Col M Col F Total Costs April to June 1 157 1 204 331 661 21 16 85 120 3 595 R1 063 063 July to Sept 779 700 280 502 20 36 39 64 2 420 R1 005 757 Oct to Dec 834 790 192 321 21 24 70 107 2359 R328 894 Jan to March 2 174 1 846 867 1 188 40 99 328 346 6 888 R451 030 TOTAL 4 944 4 540 1 670 2 672 102 175 522 637 15 262 R2 848 744 During the previous financial year, 1 April 2001 to 31 March 2002, 4 702 officials received training at a cost of R4 896 213.

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